Perceptions of important competencies for early-career and established 4-H agents
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Many competencies are thought to contribute to success as a 4-H agent (Boyd, 2004; Cooper & Graham, 2001; Gregg & Irani, 2004). The purpose of this study was to identify the competencies thought to be the most important for 4-H agents, depending on career stage, and compare those competencies to the official 4-H Professional Research, Knowledge and Competency Model (National 4-H Professional Development Task Force, 2004). To accomplish this, interviews were conducted with agents serving in leadership roles within their state and national professional associations. Participants had specific expectations for the competencies they would need going into their first jobs as 4-H agents. They prepared through internships, previous 4-H experience, and academics. Each remembered important lessons learned during the early days of work and those lessons helped shape their advice for incoming agents. Many of the same competencies recommended for early career agents continued to be relevant for established agents, but those competencies were chosen based upon experience, not because of the 4-H PRKC. Important competencies included conflict management, communication, multitasking, managing volunteers, and youth development. competencies thought to be the most important for 4-H agents, depending on career stage, and compare those competencies to the official 4-H Professional Research, Knowledge and Competency Model (National 4-H Professional Development Task Force, 2004). To accomplish this, interviews were conducted with agents serving in leadership roles within their state and national professional associations. Participants had specific expectations for the competencies they would need going into their first jobs as 4-H agents. They prepared through internships, previous 4-H experience, and academics. Each remembered important lessons learned during the early days of work and those lessons helped shape their advice for incoming agents. Many of the same competencies recommended for early career agents continued to be relevant for established agents, but those competencies were chosen based upon experience, not because of the 4-H PRKC. Important competencies included conflict management, communication, multitasking, managing volunteers, and youth development.
